A group of administrators, doing similar work but dispersed throughout the organization, were interested in creating a common career path and professional development plan. The goal was to clarify performance expectations for promotion, increase the opportunity for shared learning, and have a plan to develop people within the organization.

Jill Malleck designed and facilitated a series of meetings with the senior group, over a period of two months. She also identified best practices and competencies through one-on-one interviews and secondary research. This input was used to create a job family profile and career path. Each member of the group was asked to self-assess based on clearly identified skills and behaviours and trained to take accountability to use the tools for development planning with their supervisor.